A Cognitive Approach to Reducing the Influences of Unconscious Biases
(and much more).
The topic of unconscious biases, their influence, and how to address them has been circulating the HR / learning and development field for quite a while now. The conversation tends to focus primarily on “social biases” – diversity, equality, racism, and prejudice – biases about other people. The 2017 “Starbucks incident” in Philadelphia that resulted in the company closing the doors of over 8000 stores in US and Canada for an entire day of “anti-bias training” brought the issue to a whole new level.
At Axiogenics, we are experts in the field of applied neuro-axiology. Neuro-axiology is the fusion of mind-brain-behavioral sciences (cognition, emotions, motivations, habits, decision-making, brain change, and learning) and formal axiology – the science of value/goodness, how we make value judgments and decisions, and how those value judgments translate into behavior and performance. It’s the science of measuring and maximizing the quality of people’s thinking as a means to maximizing value generation, performance, and quality of life.
This whitepaper is not about the problems that unconscious biases can cause nor the obvious need for training on the topic. It’s about our cutting-edge, science-based approach to L&D that not only reduces or eliminates problems associated with unconscious social biases but that helps eradicate all forms of cognitive biases that cause cultural toxicity, increased stress and conflict, underperformance, and lost potential at both the individual and organizational levels.
Our approach does require a bit of a “tweak” to the behavior-based paradigm of mainstream L&D. But by integrating Cognitive Self-Leadership and our cognitive remodeling approach into L&D, organizations will realize a much greater ROI from ALL their learning and development efforts from onboarding to anti-bias training to talent and leadership development.
Hopefully, in this white paper and within the context of “unconscious biases,” we’ll be able to make our case for going outside the box of mainstream L&D “best practices” without triggering any conscious or unconscious biases you, the reader, may have for staying in that box. 😊